Jan 2022 – Aug 2022 · 7 mos

Sep 2020 – Jan 2022 · 1 yr 4 mos

• Airmeet - The Events Platform for Professionals
• Airmeet is an all-in-one platform for communities & organizations to host interactive & immersive events, meetups & workshops online with a redefined networking experience.
• Virtual Events, Real Connections!
• Roles and Responsibilities:
• As Global head of HR : Develop hiring strategies to attract the best talent, effectively structure performance & rewards program to retain top talent for a fully virtual / remote org. Coach and Mentor Leadership team.
• As strategic business partner : Develop, execute people plan in alignment with business priority. Build a merit driven high performance culture.

Aug 2019 – Aug 2020 · 1 yr · Singapore & Bangalore

• Circles.Life is an MVNO based in Singapore and is Asia’s first fully digital telco and consumer company. Since its launch in 2016, it has become the fastest-growing telco in Singapore
• My role: Head HR for India and Lead HR Partner for Tech in Singapore. Responsible for Culture Integration, Talent Attraction, Partnering with the Business, Talent Review, Succession, Retention Planning, Leadership coaching and Change Management.

Jun 2018 – May 2019 · 11 mos

• Capillary is a SaaS based tech startup offering cloud solutions to Retailers & brands across India, South East Asia, EMEA and China. Solution offerings include Retail CRM, Marketing cloud, Loyalty suite & Ecommerce solutions.
• Heading BP funtion for international locations. Handled India, SEA / APAC - Singapore, Malaysia, Indonesia, Thailand, China, South Korea as well as EMEA: Dubai, Saudi & Turkey.
• Adhere to local regulations, compliance of legal legislation, HR Policies, Rules and Guidelines. Employee Engagement, Comp and ben.
• Revamped and launched gamified employee recognition initiative and responsible to lead global total reward strategy, job leveling, salary structure, performance bonus, sales incentive plan, retiral benefits, time-off benefits and cross regional Comp & Ben related matter.
• Conducted salary study and bench-marking activity through Mercer to support recommendations on compensation structure that aligns to the industry range.
• Working closely with BU heads globally in workforce planning and actively contribute to succession planning through Talent review board & Performance Calibration.
• Instrumental in Org Development, change management
• Develop / create competency-skill architecture, learning frame work, competency models, skills assessment, learning maps to enhance technical capabilities and productivity
• Efficiently carve learning paths through blended learning approach, alternative / gamified learning methods such as certifications, knowledge forums, nugget sized learning and shadowing of projects to support workforce development
• Responsible for training needs analysis, skill gap analysis, content development, rolling out training calendars, conducting soft skills training and working closely with business heads to create individual development plans.
• Strengthening leadership capability of managers by identifying high potentials, drive participation of leadership/mentorship programmes.

Aug 2016 – Jun 2018 · 1 yr 10 mos

Dec 2013 – Aug 2016 · 2 yrs 8 mos · Bengaluru Area, India

• Manpower Planning and selection: involved in designing human resources requirements, strategizing talent acquisitions, designing the selection process, ensure TAT is met and business commitment are not hampered.
• Design, implement and manage the Organizational Development and HR processes, policies, systems and metrics to attract, retain and develop current and future employees and leaders.
• Work with Business Leaders to define employee development needs in order to implement Learning and Development plans and programs to meet the organization's strategic goals and objectives.
• Designed and implemented selection process using Behavioral Anchored Rating Scale for both lateral & Campus Recruitment
• Liaise with the Business Managers and effectively handle Talent Management, develop and implement Engagement and Retention Strategies.
• Responsible for Total Rewards, developed reward strategies to effectively drive performance. Encourage Mangers to reward and appreciate generously with the help of non monetary benefits to scale up the Morale amongst the workforce.
• Played a Key Role in driving Employee Engagement initiatives through clear feedback channels to support strong organizational communication that includes open door practices, employee opinion surveys, Skip Interviews, Stay Interviews, Pulse checks etc
• Accountable for building a robust Talent Pipeline and have a progressive plan on succession planning.
• Instrumental in analyzing Skill Gap and designing comprehensive training programs for employees and support scalability of manpower

May 2011 – Jan 2013 · 1 yr 8 mos · Bangalore

• HR Generalist Role:
• Policy writing, Policy implementation, amendments and filling the gap in existing policies; provide strategic input on employee friendly policies and improve them to industry standards
• Involved in selection process based on behavioral HR interviews for both Lateral & Campus Recruitment
• Induction, Orientation and on-boarding formalities
• Employee Relations & solve Employee Grievance
• Employee Engagement activities, conducting events and monthly / yearly activities. Am an active part of the “CoreEL Fun Club”, founded the same
• Planning & Administering Performance Management System & Performance Improvement Plan
• Based on attrition analysis Conduct Pulse check & Stay Interview at strategic intervals and provide suggestions on retention to management
• Handling Exit Formalities , conduct exit interviews, maintain Attrition Report
• Maintain thorough MIS Reports & present monthly HR Report to the Management
• Played a key role in imparting soft skills to new joiners especially from campus
• Manage the Rewards and Recognition program
• Organization Development, Restructuring or re-engineering the organization and giving Strategic Input as when required
• Key role in Audit on Behalf of HR Team to fulfill the needs of Monthly Audit, Re-certification Audit
• Adhering to local employment laws.

Oct 2008 – Apr 2011 · 2 yrs 6 mos

• Closely working with top management and reporting into the Director of the company, handling end to end HR activities.
• Instrumental in growing the company from 15 to 150 head count.

Dec 2006 – Oct 2008 · 1 yr 10 mos